Beautiful Minds Best Practices in Workforce Planning
Peter Howes Vice President, Workforce Planning and Analytics SuccessFactors
Today, Analytics Is the Difference
3X
Top-performing companies are
more likely than low performers to be users of analytics
Five Strategies to Optimize Human Capital
Source: Conference Board, “CEO Challenge 2013”, www.ceochallenge.org.
1. Grow talent internally
2. Provide employee training and development
3. Raise employee engagement
4. Improve performance management processes and accountability
5. Increase efforts to retain critical talent
HR Executive Challenges
Source: Bersin & Associates, “The High-Impact HR Organization: Top 10 Best Practices on the Road to Excellence,” January 2011.
35% of HR Executives Biggest Challenge is Measuring Programs in Financial Terms
Business Impact of Best-in-Class Workforce Analytics
Source: Aberdeen Study: Year-Over-Year Improvement in Results
A Minority of CEOs Receive
Comprehensive Data on Their Workforce
Source: PWC 15th Annual Global CEO Survey.
The Reality
Firms Struggle
to Access Data and Apply It to Talent Decisions … How Many Organizations…
Relationship: Workforce Reporting, Analytics, and Planning – Part 1
Workforce Planning Workforce Analytics
Workforce Reporting
Relationship: Workforce Reporting, Analytics, and Planning – Part 2
Workforce Demand Forecasting
Matching Workforce Supply & Demand Forecasting
Strategic Staffing
Human Capital Strategy
Human Capital KPIs
Business Planning Process
Supply Forecasting
HRIS Systems
The Analytics Journey
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Workforce Analytics Key Principles
Workforce segmentation Workforce is heterogeneous What do we not know about the workforce?
Reward Managers Who Are Net Exporters of Talent
Transferred or promoted most individuals OUT by Performance Rating
Transferred or promoted most individuals IN by Performance Rating
Performance Rating
Number of People
1-3 25 4 116 5 36
Performance Rating
Number of People
1-3 16 4 64 5 21
Top 10% of Managers who:
Top Performer Replacement Cost
Voluntary Turnover of Sales Reps by Performance Rating by Position Tenure
Position Tenure Performance Rating
<1 Yr 1-2 Yrs 3-5 Yrs 5+ Yrs Total
Not Rated 16% - - - 16% 1 - 32% 55% - 38% 2 - 26% 24% 16% 21% 3 - 9% 11% 5% 12% 4 - 17% 36% 20% 19% 5 - 23% 29% 8% 25% Total 16% 23% 25% 10% 16%
29% Voluntary turnover from top performers with 3-5 years tenure
In 2012 and 2013, 100%+ Growth in Firms Choosing SuccessFactors for Workforce Planning and Analytics